Holism and Staff Day

All work and no play makes Jack a dull boy. It has the same effect on Jill.
World Vision has long recognised that our most productive people are the ones who live a balanced life.
To be good at your job, you need to do more than your job.
Taking time out to meet one another socially, Or to play a game. Or to have a chat. Or to pray. Or to reflect and dream.
These are all essential and compulsory parts of World Vision work life.
The workaholic who never lifts their eyes from the terminal screen is not our best performer.
At best this leads to a temporary and illusory productivity. At worst it leads to lack of cooperation, turfiness, and finally, burnout.
A few colleagues missed Staff Day. How are they going to make up for it? You should ask them.

The Pain of Choice.

People are not made redundant. Positions are.
In most circumstances we prefer to re-assign people to other roles inside.
But we also offer each person a redundancy package. This is based on age  and length of service.
At the moment, tax on redundancy payments is very low, so some people decide to accept the redundancy package and look elsewhere for work.
Sometimes, of course, we cannot offer acceptable re-assignment. Especially if the person has a highly technical position.
In every case, we offer an outplacement service. World Vision pays for this, although the consultant works for the ex-staff member. They help them deal with the situation, and prepare for their next career step. Their success rate is very high.

The Pain of Imperfection.

Sometimes we make mistakes.
We must learn from such situations if we are to be fully effective in living out our core value that we value people.
I don’t expect these emotion-charged decisions to always go perfectly. We are bound to make mistakes.
We should be honest to admit our regret and learn to do better next time.

The Pain of Tough Love.

Not everyone who leaves finds their position made redundant.
Some leave because we have made mistakes in hiring them in the first place. They were the wrong choice for the position.
Some leave because they are not able to do the job. And their manager tells them so.
In any organisation, dealing with this is tough work.
Tough for the manager. Tougher for the under-performer.
In a Christian organisation, these issues are often not handled well.
For a start, we do not want to hurt people. We want to be loving, forgiving.
This is right.
When faced with performance problems we must be patient and forgive.
World Vision will go the extra mile and then some. We must help people to see the problems, and provide the right kind of help to overcome them. Training, guidance, counselling, re-assignment, time.
But we must not sweep the problems under the carpet.
This is not loving. It is not loving if we fail to confront performance issues. This is plain cowardice.
It is not loving to attempt to re-assign someone because “they are not working out”. Better to ask why they are not working out, and deal with the central problem.
This is tough love.
It requires speaking the truth in love.
Not to hurt or damage the colleague, but to create the chance for them to learn and grow.

The Pain of Becoming.

No pain, no gain.
There is no success without failure.
How does a sprinter get under 11 seconds for the 100 metres?
By failing. By running hundreds and hundreds of 11-plus times. And by learning. And by trying again.
Redundancy might seem like failure, even though usually the victims are innocent. Dismissal for poor performance feels worse.
Mishandling a performance review, or a redundancy process might fill the manager with guilt.
These emotions may be natural and forgivable.
But they should not disable us.
Only in failure can we learn the most important lessons of success.
As followers of the Lord Jesus, we know One whose death appeared to be the worst kind of failure.
But from the pain and failure of the cross comes abundance.
We can experience that too.